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Nearly 95 of US companies are expected to use pay-for-performance plans by 2012 Pay for performance or incentive compensation systems

Nearly 95% of U.S. companies are expected to use pay-for-performance plans by 2012.

 

97) Pay-for-performance or incentive compensation systems are built on the assumption that individual employees and work teams differ in how much they contribute to the firm.

98) Pay-for-performance has little effect on employees' effort level and commitment to the organization.

 

99) Blair and Jose always ask the professor in their American Government class exactly what will be on the next exam. They ask this question so that they can study for no more than they absolutely must. This is an example of the "do only what you get paid for" syndrome.

 

100) Pay-for-performance is likely to enhance the spirit of cooperation in an organization, as employees will work to help one another improve their job performance.

 

101) One advantage of pay-for-performance compensation systems is the relative ease of accurately assessing an employee's actual contribution to the company.

 

102) Research suggests that pay-for-performance raises productivity but decreases job satisfaction.

 

103) Employees' intrinsic drives are based upon their desire to receive promised rewards and benefits.

104) When implementing pay-for-performance, it is best to provide a single type of incentive. This leads to less confusion and better results.

 

105) When seeking to increase employee involvement in rewarding performance, it is important to allow them some control in the dispensation of the rewards.

Mar 13 2020 View more View Less

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